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This study aims to analyze the effect of transformational leadership and organizational culture on employee performance mediated by job motivation. The population in this study included 134 Civil Servants in the Secretariat of the Bali District/City Election Commission with a total sample of 100 people using the proportional random sampling method. Data analysis techniques were performed using Structural Equation Modeling (SEM) with the Partial Least Square (PLS) approach. Job motivation is able to mediate the relationship between transformational leadership and organizational culture on employee performance partially. The Head of the Secretariat of the KPU of Regency/City in Bali needs to develop a transformational leadership style by providing motivation that inspires subordinates to work better when job motivation increases will be directly proportional to an increase in employee performance. In addition, a strong organizational culture such as information disclosure and participation of all members of the organization in achieving organizational goals can be developed continuously. When job motivation increases, it will encourage employees to improve the quality and timeliness of employees in completing work.

This research is to investigate the correlation between self-efficacy, self-leadership, and knowledge sharing as observed in the innovative behavior of Endek weaving small enterprise in Bali. Innovation is an interesting issue in SMEs, due to its sustainability efforts of the business. Endek weaving is one unique product that has social and economic value. The unit of analysis is Endek weaving small enterprise in Klungkung, a regency located in the east area of Bali, as it is the center production of Endek weaving in Bali area. The number of respondents is 96 employees of Endek weaving companies in Klungkung Regency. Data analysis method in this research is using the quantitative approach with the tool of Structure Equation Model Partial Least Square (SEM PLS). The results show that self-efficacy and self-leadership have significant influences to knowledge sharing. Self-efficacy has an insignificant influence on innovative behavior, while self-leadership has a significant influence on innovative behavior. Knowledge sharing has a significant influence on innovative behavior. An important finding of this research is knowledge sharing as a mediator of self-efficacy to innovative behavior.

This study examines the relationship between Psychological Ownership (PO) on Job Satisfaction (JS) and Organizational Citizenship behaviour (OCB). Using 240 front-line samples from five-star hotel workers, these studies are quantitatively planned. Empirical data were collected from employees via a questionnaire and analysed using Partial Least Square (PLS). The results indicate that Psychological Ownership and Job Satisfaction enhance the Organizational Citizenship behaviour, but the Psychological Ownership has a stronger impact. This result also provides evidence that there is a disparity in control between the employee's personality and their attitude toward their actions at the workplace. The findings of this article can provide insights to improve the Organizational Citizenship behaviour of employees, and that management must pay attention to personalities of employees, as personality traits of workers appear to influence Organizational Citizenship behaviour. This study examined the attitude effect (JS) and personality traits (PO) against OCB. Theoretically, some previous studies suggest that the predictors of OCB are JS and organizational engagement as indicators of the attitudes of the employees. Thus, this study would investigate JS, PO and OCB at well-known hotels in Bali, Indonesia.

This study aims to analyze the influence of organizational climate, work motivation, and work stress on employee job satisfaction. The population in this study was as many as 150 people, the number of samples was 86 employees of the Jimbaran Beach Keraton Hotel with the sampling method using simple random sampling. The analytical technique used in this research is multiple linear regression analysis accompanied by the first validity and reliability test and the classic assumption test that is normality test, multicollinearity test and heteroscedasticity test. The results of the analysis show that organizational climate, work motivation, and work stress have positive and significant effects on job satisfaction of Keraton Jimbaran Beach Resort Bali employees. The implication of this research is for the management of Jimbaran Beach Resort Bali Keraton Hotel to pay more attention to their employees, because the progress of an organization or company is influenced by employees. To improve employee job satisfaction, companies should encourage their employees' work motivation, for example by providing financial bonuses, giving the best employee titles and giving vouchers on family vacations regularly for outstanding employees so that it will increase the competitive attitude of employees in the company. Keywords: organizational climate, motivation, work stress and job satisfaction